绩效考核是提高企业员工绩效的重要工具和手段，在企业发展中的作用日趋重要， 有效的绩效考核体系可以提高员工工作效率，为企业人力资源管理决策、职务调整、职 级晋升、薪酬调整、奖惩培训等提供依据。作为关乎员工切身利益的管理活动，绩效考 核有其复杂性和敏感性，因此，如何科学制定企业员工的绩效考核体系，并有效运用和 激励员工最终实现企业的战略目标，就成为关乎企业发展的核心重要问题。 本文根据 A 公司原有的员工绩效考核状况，针对考核体系存在的诸多问题，运用关 键绩效指标法（KPI），对 A 公司的一线员工绩效考核指标体系从领导机构、岗位职责、 考核对象、考核周期、考核方法、考核内容、指标设定、指标权重、考核结果等进行重 新优化设计。为使 A 公司一线员工绩效考核体系形成闭环模式，本文还针对 A 公司一 线员工绩效考核的实施，对绩效考核的保障在制度、组织和经费上进行了规范的优化设 计。本文期望优化设计后的 A 公司一线员工绩效考核体系，能够有效地解决公司原有考 核体系存在的系列问题，从而能让一线员工的工作积极性得到激发，推动企业的良性发 展。同时，也希望本论文的研究成果，为同样在电力企业改革过程中遇到绩效考核难题 的企业就如何进行员工绩效考核优化工作提供有益的参考，并有针对性地提出一套能够 促进企业绩效与员工发展良性互动、实现共赢局面的绩效考核体系解决方案。 关 键 词，一线员工；绩效考核；优化设计 研究类型，专题研究Subject :Optimized Design of Performance PerformanceAppraisal System for First Line Employees of CompanyA Specialty :Master of BusinessAdministration Name :Li jianxia (Signature) ) Instructor:Yang lihong (Signature) ) ABSTRACT Performance appraisal is an important tool and means to improve the performance of employees in enterprises. It plays an increasingly important role in the development of enterprises. Effective performance appraisal system can improve the efficiency of employees, and provide the basis for human resource management decision-making, job adjustment, promotion, salary adjustment, reward and punishment training. As a management activity related to the vital interests of employees, performance appraisal has its complexity and sensitivity. Therefore, how to scientifically formulate the performance appraisal system of employees, and effectively use and motivate employees to ultimately achieve the strategic objectives of enterprises, has become a core and important issue related to the development of enterprises. According to the original employee performance appraisal situation of A company, aiming at many problems existing in the appraisal system, this paper uses the Key Performance Indicator Method (KPI) to re-optimize the first-line employee performance appraisal index system of A company from the leadership organization, post responsibility, appraisal object, appraisal cycle, appraisal method, appraisal content, index setting, index weight, appraisal results and so on. Plan. In order to form a closed-loop model for the performance appraisal system of A company's front-line employees, this paper also carries out a standardized optimization design on the implementation of performance appraisal of A company's front-line employees and the guarantee of performance appraisal in terms of system, organization and funds. This paper expects that the optimized performance appraisal system of A company's front-line employees can effectively solve a series of problems existing in the original appraisal system, so as to stimulate the enthusiasm of front-line employees and promote the healthy development of enterprises. At the same time, I hope that the research results of this paper can provide useful references for enterprises that also encounter performance appraisal problems in the process of power enterprise reform on howto optimize employee performance appraisal, and put forward a set of performance appraisal system solutions that can promote the positive interaction between enterprise performance and employee development and achieve win-win situation. Key words : First-line employees;Performance appraisal;Optimization design Research Type: Applied Research目 录 I 目 录 1 绪论.........................................................................................................................................1 1.1 选题的背景与意义.......................................................................................................1 1.1.1 选题背景..............................................................................................................1 1.1.2 选题意义.............................................................................................................2 1.2 国内外研究现状...........................................................................................................2 1.2.1 国外研究现状......................................................................................................3 1.2.2 国内研究现状......................................................................................................5 1.2.3 研究现状综述.....................................................................................................7 1.3 研究内容、思路及方法...............................................................................................7 1.3.1 研究内容..............................................................................................................7 1.3.2 研究方法.............................................................................................................8 1.3.3 研究思路.............................................................................................................8 1.3.3 技术路线.............................................................................................................9 2 相关概念及方法理论...........................................................................................................11 2.1 相关概念.....................................................................................................................11 2.1.1 绩效的概念.......................................................................................................11 2.1.2 影响绩效的因素...............................................................................................11 2.1.3 绩效考核的概念及意义...................................................................................12 2.1.4 绩效考核的内容...............................................................................................12 2.1.5 绩效考核的原则...............................................................................................13 2.1.6 绩效考核体系的概念.......................................................................................14 2.1.7 绩效考核体系的作用.......................................................................................14 2.2 相关方法理论.............................................................................................................14 2.2.1 目标管理法.......................................................................................................14 2.2.2 关键绩效指标法...............................................................................................15 2.2.3 360 度绩效管理法..........................................................................................15 2.3 本章小结.....................................................................................................................16 3 A 公司员工绩效考核现状.....................................................................................................17 3.1 A 公司简介..................................................................................................................17 3.2 A 公司组织结构..........................................................................................................17 3.3 A 公司员工绩效考核现状分析..................................................................................18 3.3.1 绩效考核的主体分析.......................................................................................19西安科技大学工商管理硕士学位论文 II 3.3.2 绩效考核的客体分析..................................................................